Help! The "Life" of a Nursing Manager? - page 2

Hello Everyone, I work about 50-55 hours a week (not incuding work related reading done at home). I have been in this job 6 months- was a staff nurse on the unit prior to this. My staff are... Read More

  1. by   JillR
    Layna,

    I guess there is always the chance that some people might be put off if you hire agency, but I know that the people I worked with were happy to have the help. We are a union hospital and there really was no problem with it. Another thing they did was get together a retention and recruitment commitee. The members were voted for by the RN's and LPN's. The five (I think) highest voted for nurses were asked to be on the commitee (sp?). This helps keep the staff and management on the same page. It also gave other staff memebers someone to go to with ideas for solving the problems. Also, have you considered hiring LPN's to take care of some of the more stable patients on your med/surg? We have a few and they are great.

    Do your nurses work 8 or 12 hour shifts? If they work 8, are they willing to work 12's? This may help take some pressure off, if they work less days but more hours. The only down fall we have had with 12's on the weekend staff is when ther is a call in, it is really hard to find someone willing to cover a whole 12 hour shift because the people who work during the week all work 8's.

    One other things, you and administration may not like to hear this but, I have found that rural hospitals, in order to compete with teritiary care centers, must offer wages and benefits that are competative with those larger hospitals.

    I know that many of the hospitals in the northern part of WI do not offer wages that even come close to what we get here and they are always advertising for help. Just because people live in a very rural area does not mean that they do not expect to get competitive compensation. Many people may be willing to relocate, but may not be willing to take a pay cut to do it. Just FYI.

    I don't know, just throwing some things out there.
  2. by   BadBird
    Did you consider hiring agency nurses. You could also close your unit to new admissions until staff is there. Good luck this is a tough situation
  3. by   layna
    HI BadBird,

    Thank-you for your reply. I appreciate it. I have considered agency nurses, but the staff feel that this may create more problems such as resentment over wage disparity, and having to take the time to orient these higher paid staff members. I have instituted an on call schedule which seems to be working well. It spreads the burden on all so that a select few avoid burnout. I am continually looking for new reserve staff as that is where I need help for sick calls and vacation coverage. My core positions are full, thank goodness. Administration has supported me in attaining almost a full FTE to cover nonproductive time. Overall, life is getting better.

    If anyone has any other ideas, please let me know. Our unit is an OB unit staffed with 2 RN's per shift (core) with help added as needed. I am trying to avoid closure of the unit. Hopefully we get through the summer without any major problems.

    Layna
  4. by   Andrea 1
    I was like you for several months and finally decided it was not worth it. While I was working as staff, no one was doing my work. One thing we did was cross train a group of intersted ICU and TCU nurses to the ED. They were assigned to one of our five bed monitoring units, very much like their environment in TCU or ICU. Most of the staff were not working full time and therefore it only resulted in orientation pay not overtime. It has worked out very well and also gives non ED staff a taste of the ED. You may even be able to recruit from this group if they like it enough.

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